Glossary Glossary FAQS FAQS Tools and Resources Tools and Resources Welcome to Your HR Leader Toolkit Sections Welcome Home The State is implementing changes to our job classification and pay structures. This toolkit is designed to support you in How to Use the Toolkit How to Use the Toolkit your role as an HR Leader as you: 1 Introduction 1 Introduction Lead change communication at the agency level • 2 Job Classification 2 Job Classification Support ongoing decision-making, administration and communication about jobs, pay and careers at the agency level • Structure Structure 3 Career Planning 3 Career Planning The toolkit includes five key sections: Job Classification Structure, Career Planning, Compensation, PeopleSoft Functionality and Change Management/Communication. The first four sections offer an overview of key components of 4 Compensation 4 Compensation our job classification structure, career and compensation programs, suggestions for how to use the programs, and handy 5 PeopleSoft 5 PeopleSoft links to key tools and resources. The last section is about communication – our strategy for supporting change, and tools and Functionality Functionality templates you can use to lead change in your own agencies. 6 Change Management/ 6 Change Management/ Job Classification PeopleSoft Careers Compensation Communication Communication Communication Structure Functionality • Our strategy for • What it looks like • What’s in place • Our philosophy • Profile Manager supporting change (key components) today that helps and objectives • Job Descriptions • Stakeholder • How to use it you help • What we mean • Career Progression Chart analysis • Supporting tools employees by “market” • Supporting tools and • Templates and and resources explore their • New pay resources tools for you to use options structure in leading • PeopleSoft • Supporting tools communication at Functionality and resources the agency level The toolkit also includes Tools and Resources, a Glossary, and FAQs that offer you an easy place to access most of the tools we reference in the toolkit. 1 Print
Glossary Glossary FAQS FAQS Tools and Resources Tools and Resources Sections How to Use the Toolkit Welcome Home You can use the toolkit in a variety of ways. Skip to the information you’re interested in by clicking the links – just like a How to Use the Toolkit How to Use the Toolkit website: 1 Introduction 1 Introduction From the top navigation bar, you can access Tools and Resources, a Glossary, or FAQs • In the left navigation bar, you can go to a specific section in the toolkit, and then to various topics in the section 2 Job Classification • 2 Job Classification Within the document, you can click on links to go to various tools and resources, or other places in the toolkit Structure Structure • 3 Career Planning 3 Career Planning You can also read this toolkit page-by-page, like a printed document: 4 Compensation Takes you to the next page 4 Compensation Takes you to the previous page 5 PeopleSoft 5 PeopleSoft Functionality Functionality Get started by clicking on Introduction in the left column. 6 Change Management/ 6 Change Management/ Communication Communication Tools and Resources: watch for this icon to see links to specific tools relevant to topic 2 Print
Glossary Glossary FAQS FAQS Tools and Resources Tools and Resources Sections Our Vision: Creating a Foundation for Integrated Talent Home Welcome Management How to Use the Toolkit How to Use the Toolkit 1 Introduction 1 Introduction We want to ensure that we are managing talent in a way that is consistent and efficient and positions the State of Georgia as an employer of choice. Our Vision Our Vision To support those objectives, we are building an integrated approach to talent management that will encompass everything What’s New What’s New from recruitment and onboarding to compensation and benefits, performance management, learning and development, and planning for the future. Key Roles and Key Roles and Responsibilities Responsibilities The job classification structure represents the foundation for our longer term vision of an integrated talent management 2 Job Classification 2 Job Classification system – one that will help us: Structure Structure 1. Set the direction for enhancing our employee experience 3 Career Planning 3 Career Planning and sharing career possibilities with employees and recruits 2. Balance “market” best practices (how the market pays for 4 Compensation 4 Compensation a job, structures rewards, presents career opportunities) 5 PeopleSoft 5 PeopleSoft with accountability to our taxpayers and constituencies Functionality Functionality 3. Ensure consistency across all agencies and compliance with 6 Change Management/ 6 Change Management/ State Personnel Board, agency and OPB policies Communication Communication 4. Ensure internal equity based on employee experience, skills and contributions – with respect to rewards and recognition, performance management and career development 5. Support efficiency with a simplified system and job aids to assist/guide agencies in salary administration 6. Allow flexibility to balance enterprise and agency business needs – reflecting the diversity of what our agencies do 3 Print
Glossary Glossary FAQS FAQS Tools and Resources Tools and Resources Sections What’s New for FY 2016? Welcome Home Updated Job Classification Structure How to Use the Toolkit How to Use the Toolkit We created a new classification structure using a balanced and sustainable approach. As part of this process, we • 1 Introduction 1 Introduction remarket priced all of the jobs within the structure. Our Vision We have organized jobs into a structure by job family, job function, job series, and job series level – allowing us to Our Vision • better align jobs with pay, and providing more flexibility to create reports and administer the program. What’s New What’s New Basic job descriptions have been created/updated for each job at the State – reflecting common characteristics (i.e. job • Key Roles and Key Roles and responsibilities and qualifications). These provide a consistent starting point for describing similar jobs and assigning Responsibilities Responsibilities them pay grades. Your agency can use these job descriptions to create position descriptions that reflect the business needs/specific duties at the agency level. 2 Job Classification 2 Job Classification The job series functionality will help managers/employees with planning career and learning opportunities. • Structure Structure 3 Career Planning 3 Career Planning Updated Pay Structure 4 Compensation 4 Compensation We are transitioning to a new structure characterized by fewer pay grades (with alpha rather than numeric • identification) and less overlap between salary ranges – this is designed to align more closely with job levels to make 5 PeopleSoft 5 PeopleSoft pay decisions simpler and more consistent. Functionality Functionality The structure is also designed to be competitive in the public sector (and private sector where appropriate) and to • 6 Change Management/ 6 Change Management/ support internal equity . Communication Communication We have created guidelines you can use to help your agency make consistent decisions about employee pay for new • hires, promotions and transfers, and more. How did we get here? HR Leaders like yourself, as well as HRA, agencies and communities of interest have been working together to validate job content, placement of jobs in structures and series, and making enhancements to our plan and processes. 4 Print
Glossary Glossary FAQS FAQS Tools and Resources Tools and Resources Sections Key Roles and Responsibilities Welcome Home As we administer our job classification structure and pay programs, four groups play particularly key roles. How to Use the Toolkit How to Use the Toolkit 1 Introduction 1 Introduction Stakeholder Roles and Responsibilities Our Vision Our Vision DOAS At State (enterprise) level: What’s New What’s New Evaluate competitiveness of policies, pay structure, etc. • Maintain enterprise-wide job and career structures Key Roles and Key Roles and • Provide communication tools and resources • Responsibilities Responsibilities HR Leadership Recommend direction, administrative guidelines • 2 Job Classification 2 Job Classification Advisory Group Provide feedback and input for job and career structures • Structure Structure HR Leaders and At Agency level: 3 Career Planning 3 Career Planning HR Staff Ensure consistent decisions about jobs and pay, and consistent, • efficient program administration 4 Compensation 4 Compensation Consult with/support agency hiring managers in making job/pay • decisions 5 PeopleSoft 5 PeopleSoft Lead communication and change management initiatives about jobs • Functionality Functionality and pay 6 Change Management/ 6 Change Management/ Hiring Managers Effectively make and communicate job and pay decisions to employees • Communication Communication Help employees explore their career opportunities with the State • 5 Print
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